May 30, 2018
HR Drive published an article that concluded many job seekers exaggerate on their resumes to help them land positions for which they may not be fully qualified.
The article offered suggestions to help hiring managers and recruiters get the facts they need to make the best decisions. It recommended watching for several tactics that are commonly used to enhance resumes.
According to the article, a large percentage of job seekers are not completely truthful when writing their resumes. Some are intentionally dishonest. Others may be a bit misleading to make themselves appear more qualified.
One example of this is found with applicants who write somewhat ambiguous content. They might include statements such as: “I am familiar with (insert required skill set here).” In this scenario the applicant is not specifically stating they are experienced with and knowledgeable about the skill. They are merely confirming it is familiar to them. What this means could be open to interpretation.
Another vague statement on resumes is often: “I am involved with (fill in the blank).” This type of comment does not provide much information. It could be used to mislead a hiring manager into thinking the individual meets a particular qualification, such as having a certain type of work experience, even if they do not.
To combat this, recruiters and HR professionals may need to take extra time to understand exactly what a resume is or is not saying. If something seems vague it may warrant a follow-up question over the phone. The goal is to ensure that the contents of a resume are clear and understood.
Some job seekers get a little tricky when writing resumes. They might include exaggerations, such as suggesting they have more experience than they really do.
Applicants may omit important pieces of information from their resume. One example can be found in the dates of employment. Instead of listing the month in which they started and ended a job, they may only provide the year. This is sometimes done to hide a potentially sizable gap in employment.
Hiring managers and recruiters should also watch for red flags such as overly lavish language. According to the HR Drive article, many job seekers “overhype” elements of their resumes. This often includes the job title and list of daily responsibilities.
One possible reason for the increase in resume exaggerations could be the use of Artificial Intelligence (AI) in the hiring process. The HR Drive article suggested job seekers are aware that bots often do the first scan of every resume. Those bots are typically programmed to look for specific keywords and phrases. Savvy applicants know that including such terms on their resumes may increase their chances of landing an interview.
One of the biggest keys to protecting your business is training the people who review resumes and conduct interviews. When hiring for a specific position, many businesses call upon existing employees who hold similar positions to participate in the interview process. While these employees may excel at their jobs; they are not necessarily trained on how to interview people. By providing basic training to anyone who will speak to your candidates, you can help ensure that your team is able to identify qualified personnel.
During the interview process, your team should be taught to ask skill-related questions – and to follow-up. An applicant may know enough to adequately respond to a basic question about a specific skillset. A deeper dive via follow-up questions can reveal whether or not they have the knowledge they need to succeed.
Verifications are a crucial step in every hiring process. They help you determine whether or not an applicant truly meets your requirements. Rely on them to:
· Confirm someone’s level of education.
· Verify employment history.
· Get professional opinions from colleagues and managers.
· Find out if an applicant has a required license, credential or certification.
Every employer hopes to find people who will help their team succeed. That’s why it’s so important to determine what skills, education and other traits a person would need to succeed. Write clear, concise job descriptions that accurately convey your expectations before you start searching for applicants.
When you receive resumes, review them with a critical eye. Make sure your team is trained to ask the right type of skill-related questions and follow-ups. Include relevant verifications in your background check package to get the facts you need to make educated choices.
If you have questions about how Backgrounds Online can help you build strong teams, please contact us. Our highly trained staff is available to assist you Monday – Friday from 5am to 5pm PT.
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